Xxxxxxxx and retention work. If you are proposing to introduce additional outreach or retention work in respect of ITT, over and above the outreach/retention work you have committed to in your existing 2012-13 access agreement, please include details here.
Xxxxxxxx and retention work. If you are proposing to introduce additional outreach or retention work in respect of ITT, over and above the outreach/retention work you have committed to in your existing 2012-13 access agreement, please include details here. Alternatively, please indicate where your outreach or retention work in respect of ITT is already covered by your main agreement. For the purposes of an access agreement, outreach work includes any activity that involves raising aspirations and attainment among potential applicants from under-represented groups and encouraging them to apply to higher education. This includes outreach directed at young or mature students aspiring to full or part-time study. We particularly encourage sustained, co-ordinated activities that work with pupils and other potential applicants over a number of years. By retention, we mean the additional (new) retention measures you commit to put in place to improve student retention and success (ensuring that trainees from under-represented groups access the full benefits of higher education).
Xxxxxxxx and retention work. Outreach: We will seek to identify areas of under-representation in our trainee cohort, when compared with the higher education sector from which we recruit. If we identify an area of significant under-representation, we will seek to address this and may do so by considering whether there might be any effective outreach initiatives which could be directed at such groups. DPSCITT in its advertising and publicity materials encourages candidates from underrepresented groups outlined in section 1 to apply. This has been an ongoing activity for the last 5 years. It is targeted by placing adverts in particular publications relevant to underrepresented groups. We are intending to hold more interview days which will have, where possible, two or more of the six interviewees who are from one of our underrepresented groups. There will always be at least one male on the interview panel. Our outreach spend will be on the cost of advertising and additional interviews.
Xxxxxxxx and retention work. Outreach: High Force Education Primary SCITT will seek to identify areas of underrepresentation in the trainee cohort, when compared to HE sector from which we recruit. If we identify an area of significant under representation we will seek to address this and may do so by considering whether there might be any effective outreach initiatives which could be directed at such a group. We shall liaise with our validating university, Northumbria University to engage their assistance, using their specialist knowledge of SCITTs. As identified in annual recruitment data BME targets are not consistently met. With this in mind High Force Education Primary SCITT will utilise the services of MERIT. A joint collaboration between Newcastle, Northumbria, Durham and Sunderland Universities and Gateshead, North Tyneside and High Force Education SCITT together with Gateshead Ethnic Minority Achievement Service. The organisation is jointly funded by each of the Initial Teacher Education providers together with Aim-Higher North-East to provide a support network for potential candidates looking to enter teacher training from BME backgrounds. The aim of the collaborative partnership is to: Raise awareness of the opportunities available to BME trainees to enter Initial Teacher Education (ITE); Raise awareness of the ITE courses available locally; Provide support mechanisms to guide BME trainees in the application and interview process for ITE. High Force Education plans to start a series of outreach activities to increase awareness of High Force Education Primary SCITT. Each outreach activity will be advertised and promoted through the website as well as within local schools, press and radio. It will include: Attending the annual Career Fair in the autumn term at University of Teesside to target BME and lower socio economic groups; Hosting separate open events at High Force Education one in the autumn term and one in the summer term to increase awareness of opportunities into teaching in the local area, raise aspirations and encourage young people as well as carer changers into the teaching profession. Retention: High Force Education Primary SCITT will employ an additional team of Learning Mentors, responsible for providing targeted academic and pastoral support to trainees from underrepresented groups. The main aim of such a role will be to: Increase the success of trainees in completing the course from underrepresented groups; Provide support in gaining their first employment ...
Xxxxxxxx and retention work. The LDBS SCITT will continue with its programme of encouraging and recruiting high calibre trainees from Black and Ethnic Minority groups and the male population. This will be in the form of taster programmes and road shows supported by course Tutors, Teachers and Head Teachers who represent the diversity of our schools. The LDBS SCITT has a high retention rate. Our strengths lie in: the coherence, commitment and vision of all members of the partnership, which promotes good and rising attainment for trainees, high quality professional dialogue between trainers and trainees, which clearly articulates how well trainees are doing and what they need to improve, high quality teaching by course and school-based tutors, resulting in confident trainees who have high rates of employment in London schools, the rapid impact on attainment and drive for continuous improvement by the SCITT training manager, very good pastoral and academic support for trainees, the partnership’s response to local and national initiatives. The London Diocesan Board for School also has a dedicated Recruitment and Retention Officer who supports trainees in their applications for employment and works as a hub between our trainees, NQTs and our schools.
Xxxxxxxx and retention work. If you do outreach work please include this in your access agreement. For the purposes of an access agreement, outreach work includes any activity that involves raising aspirations and attainment among potential applicants from under-represented groups and encouraging them to apply to higher education. This includes outreach directed at young or mature students aspiring to full or part-time study. We particularly encourage sustained, co-ordinated activities that work with pupils and other potential applicants over a number of years. Please also include any retention activity in your access agreement. A key focus for CTG will be to maintain its high level of performance in relation to access and retention in a climate where higher fees are charged. The Agreement therefore includes a strong focus on maintaining both access and retention performance by allocating approximately one-third of its recycled Access and Retention budget of £40,500 on outreach and retention activities. The CTG will further develop its current outreach practice of: holding local information and recruitment evenings within local schools targeted newspaper advertising (aimed at different ethnic and under-represented groups) regular ‘drop in’ sessions and taster events in targeted local schools to encourage and support applications from the full spectrum of groups within our local community. The CTG will further develop its current retention practice of: Increased support for assessment / resit for target students Increased Support Tutor work with target students Outreach and retention work Budget % of recycled Access & Retention Budget (£40,500) Outreach Local information and recruitment evenings £2,000 4.94% Targeted newspaper advertising £4,000 9.88% ‘Drop in’ sessions / taster events £2,000 4.94% Administration costs £500 1.23% Retention Increased support for assessment / resit for target students £800 1.97% Increased Support Tutor work with target students £3,700 9.14% Administration costs £500 1.23% Total: £13,500 33.33% We consider that our target groups for retention are the same as those for outreach.
Xxxxxxxx and retention work. If you are proposing to introduce additional outreach or retention work in respect of ITT, over and above the outreach/retention work you have committed to in your existing 2012-13 access agreement, please include details here. Alternatively, please indicate where your outreach or retention work in respect of ITT is already covered by your main agreement. For the purposes of an access agreement, outreach work includes any activity that involves raising aspirations and attainment among potential applicants from under-represented groups and encouraging them to apply to higher education. This includes outreach directed at young or mature students aspiring to full or part-time study. We particularly encourage sustained, co-ordinated activities that work with pupils and other potential applicants over a number of years. By retention, we mean the additional (new) retention measures you commit to put in place to improve student retention and success (ensuring that trainees from under-represented groups access the full benefits of higher education). The targeted outreach and retention work set out in our main 2012-13 access agreement for all its undergraduate programmes will include ITT in its coverage. Notably, generic WP outreach work on raising higher education awareness and aspiration, school and college mentoring programmes, and work to attract applications from BME communities will all benefit ITT programmes. The same applies to initiatives to support retention and success. Additionally, outreach and retention measures particularly relating to ITT will also be funded:
Xxxxxxxx and retention work. Current outreach activities undertaken by staff at Titan SCITT include presentations at careers events in universities and taster courses offered through the year. Taster Days are particularly targeted to the local community and therefore meet the widening participation agenda and help us to maintain our high BME recruitment levels. We are working closely with a range of community-based organisations e.g. Somalian (HUDA) in order to provide access to ITT for people from populations that are represented in our schools. We will seek to identify areas of under-representation in our trainee cohort, when compared to the HE sector, from which we recruit. If we identify an area of significant under-representation, we will seek to address this by considering whether there may be further effective outreach activities which could be directed at such groups. We work extensively with community organisations through the wider Titan Partnership activities. Through this work we are promoting our ITT Programmes.
Xxxxxxxx and retention work. In 2012/13 and 2013/14 we propose to increase the total university expenditure on outreach and retention to include ITT students. The spend on outreach and access will be calculated using the same proportion of additional fee income as is used for non ITT students. Within this spend, for ITT students there will be focused attention on the recruitment and retention of BME for all phases and males for primary teaching. This is in line with national priorities, university identified ITT self-evaluation and already included in our existing access agreement. The expenditure will facilitate an enhanced range of activities which may include a combination of activities listed in Annex C, p10-11 (February 2012/02) Annex A Part four: Targets, milestones and monitoring
Xxxxxxxx and retention work. No additional outreach and retention expenditure is proposed in respect of ITT provision over and above the outreach and retention measures set out in the 2012/13 Access Agreement.
